| Abstract [eng] |
SUMMARY Has been an increased sense of optimism regarding the utility of personality tests in personnel selection. This study linked traits from Big Five- Faktor model of personality to shift managers competncies. Neurotizm, Emotion stability, Extraversion, Openness to Experience and Agreebleness were hypothesized to link with shift managers competencies. Results based on 70 samples of shift managers from 1 organization reavel that Ekstarversion positevely corelated with Initiative, Supervisory abilities, Motivating others competencies and overal supervisor rating. Agreeablenes was positively correlate with Conflict managment, Stress managment and Cooperation competencies. Openess to Experience was positively correlate with Initiative, Decision quality competencies. Consientiousness was positevely correlate with Productivity, Responsibility, Planing, Custumer focus, Organizational, Results Orientation competencies.Emotion Stability was positively correlate with Stress managment, Custumer focus, Decision quality and Conflict managment competencies. As self report measures, personality measures scale scores can be influenced by social desirabible responding.Response bias continues to be the most frequently cited criticism of personality testing for personnel selection. In this stude examining the link social desirability to Big –Five model of personality and to shift managers competncies. Was found that social desirability in fact realated to real individual diffrences in Emotional Stability, Conscientiousness, Agreebleness and Extravertion. Social desirability was positively correlate with Initiative, Results Orientation, Custumer focus competencies. Social desirability influence predictive validity of this factors. |
